Walla Walla County OKs phased pay increase for part‑time Superior Court commissioner after debate over retention and pro‑tem costs

The Walla Walla County Board of Commissioners approved a revised job description and phased pay schedule for the county’s part‑time Superior Court commissioner on March 9, 2026, following a multi‑hour presentation and debate over recruitment, retention and budget impacts.

Josh Griffith, the county’s human resource risk manager, told the board the HRCC compensation study showed the position should be paid between 85% and 90% of a Superior Court judge’s salary; he described the role’s workload, required training and the position’s importance for court efficiency and continuity. “It’s going to be some long days until we can get somebody there,” Griffith said, urging the board to consider the study’s recommended range.

The debate centered on two competing priorities: the county’s constrained 2026 budget and the higher hourly cost and administrative complexity of relying on outside pro tem judges. Judge Johnson, appearing for the Superior Court, said paying closer to 90% would make the county more competitive and reduce reliance on pro tems, which are typically paid more per hour. “If Commissioner Monahan Hood decided she’d had enough and decided to walk away, I don’t know that we would be able to recruit a person with the right qualifications at our current level,” Judge Johnson said.

Commissioners scrutinized the math and budget impact. Commissioner Clayton pressed for precise figures on the shortfall and asked whether phasing the increase would be feasible. Commissioner Kimbell said a two‑step implementation—half of the increase effective when judges’ statutory increases take effect and the remainder on Jan. 1—would be reasonable. Commissioner Fulmer and others said they supported moving toward 90% because the role demands experienced legal practitioners and the part‑time status has no county benefits.

The final motion, moved by Commissioner Clayton and seconded by Commissioner Fulmer, adopted these elements: years 0–5 at 85% of a Superior Court judge’s pay (based on the prior year’s Dec. 31 salary), years 6+ at 90%, a transitional monthly salary for the remainder of the current year to reflect partial implementation, and administrative timing tied to the statewide judge salary adjustments. The motion passed 3–0.

Board staff and the judges’ office will finalize administrative language and implementation timing; commissioners said they expect to account for the phased increase in upcoming budget work sessions. Commissioners also discussed the longer‑term option of converting the role to a full‑time position if judicial workload continues to grow.

What’s next: staff will implement the approved job description and payroll changes per the motion’s timing language and return any necessary budget certification or administrative paperwork to the board for final processing.